Australian Public Sector Research Articles

Investigation of the effectiveness of the implementation of gender equality strategies: a case study of an Australian public sector organization in a male-dominated industry

Investigation of the effectiveness of the implementation of gender equality strategies: a case study of an Australian public sector organization in a male-dominated industry

Australian community and inpatient general public sector mental health services between 2017-18 and 2021-22: Relative stasis in bed capacity, increasing outpatient demand, and stunted expenditure.

To descriptively analyse Australian public sector General Mental Health Services (GMHS) expenditure, ambulatory, and inpatient services, including key performance indicators (KPIs) in comparison with other subspeciality mental health services (MHS). We descriptively analysed data published by the Australian Institute of Health and Welfare (AIHW), including inpatient, ambulatory services, expenditure, and KPIs. From 2017-18 to 2021-22, per capita expenditure for Australian GMHS (18-64) rose by an average annual inflation-adjusted change of 2%. Overall bed numbers remained static, with non-acute beds declining, and commensurate expansion of acute beds. Community GMHS had high outpatient utilisation, with high rates of schizophrenia, schizoaffective disorder, and bipolar affective disorders as primary diagnoses in mid-life. From 2017-18 to 2021-22, GMHS inpatient and ambulatory episodes had decreasing rates of significant improvement and increasing rates of significant deterioration. Although GMHS has the highest overall population and service utilisation, there has been static bed availability and relatively small increases in expenditure which are occurring concurrently with worsening clinical outcomes. Evidence-based modelling of GMHS and outcomes is required to inform future service improvement.

The Australian public sector and the PwC affair: A social systems perspective

The Australian public sector and the PwC affair: A social systems perspective

Creating authority and autonomy: Necessary dialectical tensions in public sector project management

This study investigates the nuanced relationship between public sector project managers and their adherence to organizational project management protocols, as defined by reference documents such as PRINCE2 and PMBOK® Guide. It investigates why these project managers frequently deviate from these protocols. The study investigates the practical relevance yet perceived redundancy of these documents through interviews and a focus group with nine experienced project managers in the Australian public sector. Using thematic analysis and a Derridean perspective, we show how these documents create a project manager's their authority and autonomy. The study concludes with the proposal of a deconstructive theory of public sector project management, emphasising pragmatism over rigid adherence to established project management ideologies.

The Innovation of Gender Mainstreaming Implementation: A Study on Gender Festival at the Ministry of Environment and Forestry

Government agencies need to carry out public policy innovations to deal with changes that occur quickly and dynamically. The Ministry of Environment and Forestry (MoEF) developed an innovation called the Gender Festival as an effort to transform a "Gender Neutral" work environment into a "Nature Gender." This study, therefore, aims to evaluate the fulfillment of innovation aspects and the obstacles encountered in the Gender Festival by using the Australian Public Sector Innovation Indicators (APSII) theory. This qualitative-descriptive research collected data through interviews and documentation data. Data were then analyzed using Miles and Huberman's interactive analysis. The study findings demonstrated that the Gender Festival fulfilled 12 of the 15 aspects of innovation based on the APSII criteria. They comprise investment in innovation, human resources and skills innovation, staff attitudes and attributes for innovation, sources of innovation, technological infrastructure for innovation, diffusion of innovation, innovation culture and leadership, innovation strategy, activities and implementation, types of innovation, innovation novelty, and intangible outputs. On the other hand, the obstacle to implementing a Gender Festival was the limited number of human resources with sufficient capacity to understand gender in managing the workload, which is quite heavy; as a result, innovation collaboration, innovation management practices, and innovation intensity could not be implemented.

Trends in AAA Repair in Australia Over Twenty Years.

The advent of endovascular techniques has revolutionised the treatment of abdominal aortic aneurysms (AAA). Many countries have seen a transition from open AAA repair (OAR) to endovascular AAA repair (EVAR) over the past 25 years. The only study done in Australia that describes this change was done in the private sector. Majority of healthcare in Australia is delivered through the public, universal healthcare system. The aim of this study was to evaluate the trends in AAA repair in the Australian public sector over the past two decades. The Australian Institute of Health and Welfare (AIHW) Procedures Data Cubes from the National Hospitals Data Collection was used to extract data pertaining to AAA repairs from 2000 to 2021. Population data from the Australian Bureau of Statistics was used to calculate incidence of each type of repair per 100,000 population. There were 65,529 AAA repairs performed in the Australian public sector from 2000 to 2021. EVARs accounted for 64.4% (42,205) and OARs accounted for 35.6% (23, 324) of them. EVAR surpassed OAR as the preferred method of AAA repair in 2006. This trend was observed in both males and females and across all age groups. There was a consistent and steady transition from OAR to EVAR over the 21 year period with EVAR surpassing OAR as the preferred method of AAA repair relatively early in Australia compared to other countries. Further research that investigates medium- and long-term outcomes of newer stent grafts is needed to further ascertain the continued viability and effectiveness of this trend in AAA treatment.

Power dynamics in Australian public sector accounting reform: A Machiavellian interpretation

AbstractDuring the era of New Public Management from the 1970s to the 1990s, government accountability in Australia underwent a significant transformation from compliance to performance evaluation. This change underscores a Machiavellian interpretation presented in this paper, emphasizing the politicized and power‐driven nature of public sector accounting reforms. The Australian Government employed a commercial accounting model to legitimize these reforms, leveraging Machiavellian principles to strengthen political power. Despite the accounting profession's role in legitimizing public sector financial reporting, its control over Australian accounting standard setting diminished. The new public sector accountability framework allowed the shifting of blame to the profession when problems arose. An analysis of the New South Wales Government's journey through the reform, from embracing accrual accounting to rejecting heritage assets measurement and applauding fair value, illustrates the complex interplay between self‐interest and the protection of public interest. The Australian Government strategically enlisted the support of the outer fringe accounting profession and successfully instituted reforms premised on the principle of public accountability and liberty for Australian society. Once the reformer's goals were achieved, the facilitating elites found themselves marginalized from the bureaucratic group and power reclaimed deftly to the Government with CLERP reforms paving the way for the adoption of International Financial Reporting Standards. This shift exemplifies Machiavelli's perspective, where liberty is used as a means to garner public support and ultimately attain power, a strategy that continues to hold validity in contemporary political contexts.

Workplace democracy in action? Assessing employee board representation in Australian government agencies

AbstractVarious scholars and political actors advocate workplace democratisation to give employees greater influence over decision‐making. Many suggest employee board representation (EBR) as a mechanism to facilitate this, but some question how influential employee board representatives (EBRs) are and whether they represent their colleagues’ views. This study investigates the extent to which EBR contributes to workplace democratisation, via a comparison of three Australian public sector organisations. The study found EBRs exerted significantly more influence at the Australian National University than at the Australian Broadcasting Corporation and the Australian Film Television and Radio School. Most EBRs wanted to draw upon staff experiences but their communication with colleagues was often constrained. Variances of influence were explained by the number of EBRs, the actions of the Chair, chief executive officer, government, and other board members. Two findings stand out as unique contributions: the importance of appointment powers to EBR influence in the public sector, and EBRs’ limited influence on labour issues in the Anglosphere due to the adversarial system of labour bargaining being positioned largely outside the boardroom. The study concludes that EBR is a non‐tokenistic form of workplace democratisation, albeit with a specific scope, which has utility within a mix of democratising mechanisms.Points for practitioners Most EBRs exerted a limited or moderate influence on decision‐making, but others exerted more significant influence. They were most influential on matters related to their experience and expertise and were largely unable to influence workers’ pay, conditions, and other labour issues. Most EBRs did not represent their colleagues in a transactional or direct sense, but drew upon their experiences as staff members when making decisions. However, EBRs had fluctuating issues communicating with their fellow employees, largely due to managerial direction around confidentiality. The number of SEDs on the board and the actions of other board members, the Chair, chief executive officer, and the government explained the variances in SEDs’ influence between agencies. This study's findings regarding EBR influence were middling compared to European research, but appointment powers were found to be particularly important in the public sector context. EBRs’ influence was found to be limited on labour issues, suggesting a potential clash between the corporatist inclination of EBR and the adversarial system of labour bargaining prevalent in the Anglosphere. Elected EBRs offer employees a non‐tokenistic form of representation but within a limited scope of strategy and oversight. Given factors that constrain SEDs’ influence and representativeness can be at least partly countered by policy design and political leadership, these findings bolster the policy case for extending EBR throughout the public sector.

Regulating for gender equality in the Australian Public Service: Extending Dickens’ tripod of regulation

Western governments have used regulation to progress gender equality for workforces in both the private and public sectors, yet gender equality has not yet been achieved. While governments have used various regulatory forms, Dickens (1999) argued that a tripod of collective bargaining, legislation and human resource policy would progress gender equality. Little consideration has been given to how these elements of the tripod fit together. We apply Dickens’ tripod to examine the regulation of gender equality in one Australian public sector. We use institutional analysis, drawing on historical and current documents, legislation, collective bargaining frameworks and human resource policy to examine how the regulatory tripod interlocks, and whether renewed commitments to public sector gender equality can be achieved in the current regulatory environment. We identify regulatory incongruence within the Australian public service and argue for improved congruence to progress gender equality, although we also note that congruence on its own does not lead to better outcomes. We identify that the legs of the tripod are not mutually reinforcing and that all legs need to be supported by better implementation. We extend Dicken's tripod to provide a new path to progress public sector workplace gender equality, enriching both theory and practice.

Robot-assisted general surgery is safe during the learning curve: a 5-year Australian experience

Robot-assisted general surgery has become increasingly common in the Australian public sector since 2003. It provides significant technical advantages compared to laparoscopic surgery. Currently, it is estimated that the learning curve for surgeons starting off with robotic surgery is complete after 15 cases. This is a retrospective case series, following the progress of four surgeons with minimal robotic experience over 5 years. Patients undergoing colorectal procedures and hernia repairs were included. 303 robotic cases were included in this study, 193 colorectal surgeries and 110 hernia repairs. 20.2% of colorectal patients experienced an adverse event and 10.0% of hernia patients had a complication. The learning curve was correlated to the average docking time, and it was found that this was complete after 2 years, or after a minimum of 12 to 15 cases. Patient length of stay decreases as surgeon experience increases. Robotic surgery is a safe approach to colorectal surgery and hernia repairs with some potential benefits in terms of patient outcomes as surgeon experience increases.

The effect of COVID-19 on managerial leadership style within Australian public sector organizations

This study investigates the impact of COVID-19 pandemic on leadership styles within Australian public sector organizations during the COVID-19 pandemic. A qualitative methodology was employed for this research consisting of semi-structured interviews with 50 managers. The study results suggest the pandemic affected managers’ leadership style, managers’ and employees’ emotions, stress and anxiety, and organizational performance and productivity. Changes in leadership style to incorporate being supportive, informative, and motivational to match the change in situation were found to be effective. This addresses a gap in the literature by identifying these three leadership styles as being important for employee support during the pandemic.

Gender targets and trickle‐down effects: Avoiding the ‘decoupling dynamics’ that limit female representation in senior roles

AbstractWomen constitute the majority of the Australian public sector workforce, but their representation in senior roles is not proportional. Australian public services have gender targets to improve the representation of women in senior roles. Based on previous research, targets are expected to first increase female representation at the target's focal level, such as executive level. Then they should initiate a trickle‐down effect (TDE), increasing female representation at the level immediately below the target's focal level, such as the executive feeder level. However, the TDE observed in a state public service decelerated after a gender target was imposed. We identified whether individual departments had a consistent or inconsistent TDE and conducted 13 semi‐structured interviews with key stakeholders. Too many service‐wide targets with low prioritisation of a gender target, as well as missing and ineffective practices, generated decoupling dynamics. Only departments with gender champions who had visible backing from the Chief Executive were able to keep the gender target coupled with practice to achieve its intended outcomes.Points for practitioners Gender targets in Australian public services may not be achieving intended outcomes due to decoupling—a response to policies in which the policies are ignored and/or ineffective practices are implemented. Too many competing targets and limited accountability for achieving a gender target create a potential for decoupling by allowing individuals and groups to ignore or weakly adopt the policy. Integrated bundles of top‐down (e.g. requiring at least two women on shortlists) and bottom‐up practices (e.g. mentoring) can help avoid decoupling by ensuring women are appointed to senior roles and supported to progress through an organisation. Chief Executives are key to ensuring a gender target remains coupled with its implementation; Chief Executives must provide visible support to internal champions to make gender targets effective.

Mitigating the consequences of electronic health record data breaches for patients and healthcare workers.

Electronic health records (EHRs) have been widely adopted in Australian public sector healthcare and will remain an ongoing, essential data system. However, recent substantial data breaches from hacked business data systems in Australian enterprises, as well as international healthcare providers, mean that EHR data breaches are increasingly likely in Australia. Risks include medical identity theft and extortion attempts based on threats to release sensitive patient information. Hacking is now a foreseeable additional risk of medical treatment. Risk mitigation for the consequences of data breaches needs to be considered, as well as support for patients (and families) and healthcare workers. This includes identity theft protection services, cybersecurity insurance, and psychological support.

Quality of colonoscopy performed by medical or surgical specialists and trainees in five Australian hospitals.

Ensuring colonoscopy procedure quality is vital to the success of screening and surveillance programmes for bowel cancer in Australia. However, the data on the performance of quality metrics, through adequate adenoma detection, bowel preparation, and procedure completion rates, in the Australian public sector is limited. Understanding these can inform quality improvement to further strengthen our capacity for prevention and early detection of colorectal cancer. To determine the quality of colonoscopy in Australian teaching hospitals and their association with proceduralist specialty, trainee involvement, and location. We retrospectively evaluated 2443 consecutive colonoscopy procedure reports from 1 January to 1 April, 2018 from five public teaching tertiary hospitals in Australia (median 60 years old, 49% male). Data for bowel preparation quality, procedure completion rates, and detection rates of clinically significant adenomas, conventional adenomas, and serrated lesions was collected and compared to national criteria for quality in colonoscopy. Participating hospital, proceduralist specialty, and trainee involvement indicators were used for stratification. Data was analysed using Chi-squared tests of independence, Mann-Whitney U, One-way ANOVA, and multivariate binary logistic regression. Fifty-two point two percent (n = 1276) and 43.3% (n = 1057) were performed by medical and surgical proceduralists respectively, whilst 29.8% (n = 728) involved a trainee. Inadequate bowel preparation affected 7.3% of all procedures. The procedure completion rate was 95.1%, which increased to 97.5% after adjustment for bowel preparation quality. The pooled cancer, adenoma, and serrated lesion detection rates for all five hospitals were 3.5%, 40%, and 5.9% respectively. Assessed hospitals varied significantly by patient age (P < 0.001), work-force composition (P < 0.001), adequacy of bowel preparation (P < 0.001), and adenoma detection rate (P < 0.001). Two hospitals (40%) did not meet all national criteria for quality, due to a procedure completion rate of 94.5% or serrated lesion detection rate of 2.6%. Although lower than the other hospitals, the difference was not significant. Compared with surgical specialists, procedures performed by medical specialists involved older patients [65 years (inter-quartile range, IQR 58-73) vs 64 years (IQR 56-71); P = 0.04] and were associated with a higher adenoma detection rate [odds ratio (OR) 1.53; confidence interval: 1.21-1.94; P < 0.001]. Procedures involving trainee proceduralists were not associated with differences in the detection of cancer, adenoma, or serrated lesions, compared with specialists, or according to their medical or surgical background. On multivariate analysis, cancer detection was positively associated with patient age (OR 1.04; P < 0.001) and negatively associated with medical compared to surgical proceduralists (OR 0.54; P = 0.04). Conventional adenoma detection rates were independently associated with increasing patient age (OR 1.04; P < 0.001), positively associated with medical compared to surgical proceduralists (OR 1.41; P = 0.002) and negatively associated with male gender (OR 0.53; P < 0.001). Significant differences in the quality of colonoscopy in Australia exist, even when national benchmarks are achieved. The role of possible contributing factors, like procedural specialty and patient gender need further evaluation.

Health services in Australia and the impact of antiquated rostering practices on medical scientists: a case for HR analytics and evidenced-based human resource management

PurposeThe purpose of this study is to examine the rostering practices and work experiences of medical scientists at four health services in the Australian public healthcare sector. There are over 16,000 medical scientists (AIHW, 2019) in Australia responsible for carrying out pathology testing to help save the lives of thousands of patients every day. However, there are systemic shortages of medical scientists largely due to erratic rostering practices and workload issues. The purpose of this paper is to integrate evidence-based human resource management (EBHRM), the LAMP model and HR analytics to enhance line manager decision-making on rostering to support the wellbeing of medical scientists.Design/methodology/approachUsing a qualitative methodological approach, the authors conducted 21 semi-structured interviews with managers/directors and nine focus groups with 53 medical scientists, making a total 74 participants from four large public hospitals in Australia.FindingsAcross four health services, manual systems of rostering and management decisions do not meet the requirements of the enterprise agreement (EA) and impact negatively on the wellbeing of medical scientists in pathology services. The authors found no evidence of the systematic approach of the organisations and line managers to implement the LAMP model to understand the root causes of rostering challenges and negative impact on employees. Moreover, there was no evidence of sophisticated use of HR analytics or EBHRM to support line managers' decision-making regarding mitigation of rostering related challenges such as absenteeism and employee turnover.Originality/valueThe authors contribute to HRM theory by integrating EBHRM, the LAMP model (Boudreau and Ramstad, 2007) and HR analytics to inform line management decision-making. The authors advance understandings of how EBHRM incorporating the LAMP model and HR analytics can provide a systematic and robust process for line managers to make informed decisions underpinned by data.

Support mechanisms utilised by educational leaders during COVID-19: experiences from the Western Australian public education school sector

ABSTRACT Effective leadership is recognised as the second most impactful variable influencing student achievement and promoting teaching quality (Bush 2021; Leithwood et al. 2020). The paper reports on the perceptions of educational leaders in the Western Australian public education system about: their leadership capability, support mechanisms and perceived lessons and opportunities for educational practice during COVID-19. Leading educational institutions is a demanding role requiring effective leadership skills in pre-COVID-19 pandemic times, and is an evolving, learning curve for leaders continuing to have an ongoing global impact.This paper reports on a subset of results from a larger study conducted via an online survey in 2021 after a second brief lockdown in Western Australia (WA) early in 2021 to capture leaders’ voices at the peak period of applying leadership in practice. Data were gathered from a targeted cohort of leaders including School Principals, Associates/Deputy Principals, School Managers and Heads of Years. Respondents identified their top concerns as health and wellbeing, online learning, and operational factors. Leaders identified support mechanisms from their own colleagues and networks, support received from the central department of education and drawing on their own leadership skill set of personal attributes to self-manage in the crisis period.

Untangling the gender pay gap in radiation oncology.

Untangling the gender pay gap in radiation oncology.

Job satisfaction and public service motivation in Australian nurses: the effects of abusive supervision and workplace bullying

Workplace mistreatment is common in healthcare, especially among nurses, who may experience mistreatment from different sources, yet must carry out essential, public-facing duties. However, researchers have typically studied forms of mistreatment in isolation. This paper investigates the combined relationship between abusive supervision (i.e., vertical mistreatment) and workplace bullying (i.e., horizontal mistreatment) on job satisfaction and public service motivation among nurses. Drawing from self-determination theory, we examine how experiencing workplace mistreatment can thwart the fulfilment of psychological needs, operationalised as job satisfaction. Experiencing workplace bullying alongside abusive supervision is predicted to worsen this relationship. In turn, nurses are less likely to internalise their organisation’s values, leading to less public service motivation. We tested our hypotheses on 219 Australian public sector nurses via an online survey, with a temporal separation of six weeks. Results suggest that abusive supervision has an indirect negative association with public service motivation, via job satisfaction. Workplace bullying moderated the indirect relationship at high and low levels, though the indirect relationship was stronger at low levels. Our study contributes to a well-rounded understanding of workplace mistreatment, particularly within the context of self-determination theory, and to our understanding of how public service motivation is affected by employees’ social environment.

Effects of a Mindfulness App on Employee Stress in an Australian Public Sector Workforce: Randomized Controlled Trial.

BackgroundWorkplace-based mindfulness programs have good evidence for improving employee stress and mental health outcomes, but less is known about their effects on productivity and citizenship behaviors. Most of the available evidence is derived from studies of mindfulness programs that use class-based approaches. Mindfulness apps can increase access to training, but whether self-directed app use is sufficient to realize benefits equivalent to class-based mindfulness programs is unknown.ObjectiveWe assessed the effectiveness of a mindfulness app, both with and without supporting classes, for reducing employees’ perceived stress. Changes in mindfulness, mental health, quality of life, perceptions of job demand, control and support, productivity indicators, organizational citizenship, and mindful behaviors at work were also investigated.MethodsTasmanian State Service employees were invited by the Tasmanian Training Consortium to a 3-arm randomized controlled trial investigating the effects of a mindfulness app on stress. The app used in the Smiling Mind Workplace Program formed the basis of the intervention. The app includes lessons, activities, and guided meditations, and is supported by 4 instructional emails delivered over 8 weeks. Engagement with the app for 10-20 minutes, 5 days a week, was recommended. Reported data were collected at baseline (time point 0), 3 months from baseline (time point 1 [T1]), and at 6-month follow-up (time point 2). At time point 0, participants could nominate a work-based observer to answer surveys about participants’ behaviors. Eligible participants (n=211) were randomly assigned to self-guided app use plus four 1-hour classes (app+classes: 70/211, 33.2%), self-guided app use (app-only: 71/211, 33.6%), or waitlist control (WLC; 70/211, 33.2%). Linear mixed effects models were used to assess changes in the active groups compared with the WLC at T1 and for a head-to-head comparison of the app+classes and app-only groups at follow-up.ResultsApp use time was considerably lower than recommended (app+classes: 120/343 minutes; app-only: 45/343 minutes). Compared with the WLC at T1, no significant change in perceived stress was observed in either active group. However, the app+classes group reported lower psychological distress (β=−1.77, SE 0.75; P=.02; Cohen d=–0.21) and higher mindfulness (β=.31, SE 0.12; P=.01; Cohen d=0.19). These effects were retained in the app+classes group at 6 months. No significant changes were observed for the app-only group or for other outcomes. There were no significant changes in observer measures at T1, but by time point 2, the app+classes participants were more noticeably mindful and altruistic at work than app-only participants.ConclusionsIncluding classes in the training protocol appears to have motivated engagement and led to benefits, whereas self-guided app use did not realize any significant results. Effect sizes were smaller and less consistent than meta-estimates for class-based mindfulness training.Trial RegistrationAustralian New Zealand Clinical Trials Register ACTRN12617001386325; https://www.anzctr.org.au/Trial/Registration/TrialReview.aspx?id=372942&isReview

Achieving career satisfaction through fostering innovation: lessons from the engineering profession in the Australian public sector

AbstractThis paper proposes a novel approach that integrates the capability of empirical validation of structural equation modelling (SEM) and the prediction ability of Bayesian networks (BN). The Hybrid SEM–BN approach was used as a decision support framework to examine the interplay between salient organisational constructs and their ability to influence engineers’ career satisfaction in the Australian Public Service (APS). The results emphasise that the ambidextrous culture for innovation was the most important factor that needed to be implemented in their organisation. Managerial implications are recommended for senior managers on how they can implement innovation culture to increase workplace innovation, which could, in turn, help reduce the turnover rate of engineers employed in the APS.